In the American Psychological Association (APA) style of writing, an abstract is a brief summary of a document, typically presented at the beginning of the document. Whether or not you need an abstract in your APA-formatted paper depends on the specific requirements of your assignment or the guidelines of the publication you are submitting to.
An abstract can serve a number of purposes, including:
Providing a summary of the key points of the document for readers who may not have the time or inclination to read the entire document
Helping readers to quickly determine whether the document is relevant to their needs or interests
Facilitating the indexing of the document in databases, making it easier for others to find and access it
If you are writing a research paper, an abstract can be particularly important because it allows readers to quickly understand the main points and findings of your study. An abstract should be a standalone summary of your paper, meaning that it should be able to be understood on its own, without the reader needing to refer to the full paper.
In general, an abstract should be between 150 and 250 words and should provide an overview of the purpose, methods, results, and conclusions of your paper. It should be written in past tense and should use headings and subheadings to organize the information.
In some cases, an abstract may be required by your instructor or the publication you are submitting to. In these cases, it is important to carefully follow the guidelines provided and to include all of the necessary information in your abstract.
In other cases, an abstract may not be required. For example, if you are writing a personal essay or a creative piece, an abstract may not be necessary or appropriate. In these cases, you should check the guidelines or consult with your instructor to determine whether or not an abstract is needed.
In summary, whether or not you need an abstract in APA format depends on the specific requirements of your assignment or the guidelines of the publication you are submitting to. If an abstract is required, it should be a standalone summary of your document that provides an overview of the key points and findings. If an abstract is not required, you should follow the guidelines or consult with your instructor to determine the appropriate way to structure and present your work.
Google's Project Oxygen: A Case
The whole process of taking care of the trees would be monitored and followed up by the volunteers of the central organizations. It is particularly for the said reason that the entire case study is founded. This initiative of planting 49,000 trees is undoubtedly a strong protest against the autocratic and self-destructive decisions of the policymakers of Bangladesh. Pinterest Then Google asks employees to complete two other questions. He is interested in international law and aspires to work in the development sector. Works Cited Garvin, David, et al. During interviews, Carlisle revealed surprising answers.
Number Nine: They demonstrate collaborative skills. Number Eight: They possess technical skills that can guide the team. The Sundarbans saved the coastal areas of Bangladesh from an inexplicable catastrophe. The junior staff will most likely take up the values passed on from their managers and in turn, pass the same knowledge and skills to other incoming managers and so forth. An investigation into motivation orientations in learning English among Hong Kong Chinese students. Leadership development impacts all kinds of organizations — profit, non-profit, social, or political.
Company culture: Tips from the best places to work. There is a clear strategy. That vision may be becoming the best at what you do. The leader becomes the coach: for continuous improvement for leaders themselves and their teams. Therefore, those who researched the qualities associated with good management proved that effectiveness in this sphere does make a difference. We define connection as a bond based on shared identity, empathy and understanding that moves self-centered individuals toward group-centered membership. Separate and customized improvement areas for each leader : Every leader is different.
An affirmative answer to both of these concerns automatically renders the project a failure with regards to the ultimate goal of developing exceptional managers. Number Seven: They know their vision and strategy. They also focus on results rather than tangential issues. When we interact with people, we generally feel that we connect with some and not with others. As stated, employee turnover in Google is low compared to similar firms. The bottom line is that we all need connection to thrive at work and in life.
Furthermore, the team must continue collecting relevant data regarding the success of the training program after reducing the pervasiveness level of the Oxygen 8 attributes from surveys and other measuring mechanisms. The list of 49,000 trees includes 20,500 Lebbeck trees Albizia lebbeck , 16,500 Lombu trees Khaya anthotheca , 2000 Guava trees Psidiam guajava , 2500 Wood Apple trees Limonia acidissima , 3000 Palm trees Borassus flabellifer , 2000 Tamarind trees Tamarindus indica , 1000 Indian Gooseberry Phyllanthus emblica and other trees that have been recommended by Environmental Scientists and Forestry Experts. One advantage of the trainings is that they will instill the exact characteristics the company values in its managers. In fact, from the study, it can be argued that the people management skills of a manager can determine the success or failure of the department, or a whole organization. It may be bringing something new to the world or conducting your business in a way that reflects your values. The topic generated a multi-year research project that ultimately led to a comprehensive program, built around eight key management attributes, designed to help Google employees become better managers. Notably, the findings are universal and are not exclusive to Google despite the research being conducted there.
The initiative should be complemented by proper training for all managers in the company. Founders Larry Page, Sergey Brin Industry Advertising, Artificial intelligence, Computer hardware, Cloud computing, Internet, Computer software Area served Worldwide Famous because of Google is famous for its search engine, email service, web browser, and other online tools we use daily. When the company was small, the founders, Sergei and Larry, had a flat structure with no managers! Thus, the company puts a lot of emphasis on the proper treatment of employees, in turn, encouraging the development of proper relationships between the employees and the management. We have hopes and dreams. Additionally, trainings can be used to also add more skills and knowledge. Determining the Real-World Impact of Project Oxygen It is of crucial importance to discover if the participants were trying to figure out the system in order to achieve high scores Jabeen, 2011. Team tracker — an innovative team collaboration system.
Project oxygen: Bangladeshi youths planting 49,000 trees to save the Sundarbans
My hobbies include reading, writing, traveling, and connecting with people from all walks of life. In fact, there are only several characteristics that have been identified in great managers. Learn More The main findings of Project Oxygen are represented through eight essential qualities that effective managers must-have. Carlisle pointed out that it is difficult to get accepted into Google if the applicant does not believe in the value of an open and collaborative environment Google, 2016. Project Oxygen was declared a success after years of validating data suggesting a way to improve the performance of Google managers. Therefore, the combination of eight qualities found by researchers at Google makes managers excellent and effective in what they do Garvin et al.
Photo: Biswarup Sarkar By Mohammad Minhazur Rahman Bangladeshi youths have taken a noble initiative, probably the most audacious action of this decade, to save the green belts of the Sundarbans. We have common deeply felt human needs: to be respected; to be recognized for our talents; to belong; to have autonomy or control over our work; to experience personal growth; to do work that we feel is worthwhile in a way that we feel is ethical. After performing a statistical analysis on the correlation between high-scoring managers and positive job outcomes, it is prudent to test the sustainability of the project initiative. Number Three: They create an inclusive team environment. Learn More However, it is important to verify the outcome of the project by applying statistical measures to the correlation between high-scoring managers and parameters like retention, job satisfaction, and team performance.
In addition, good managers have many technical skills that help them make essential team decisions. In other words, leaders handling the People Ops department must acknowledge the existence of a program designed to help low-scoring managers transition into non-managerial roles. Evaluating the role of the project not only for Google specifically but for organizations overall can be beneficial for revealing some truths regarding effective management in organizational settings. It is also imperative to test the sustainability of the project through a two-year data collection and testing process in order to determine if the members of the target group aspire to become better managers. Additionally, intense training on people management will also help managers understand the dynamics of the workplace.
What Google’s Project Oxygen Reveals about Good Managers
Up until now, there has been no bridge of understanding between the two. It is based on a stakeholder-centered coaching process with a 95% effectiveness rate in a study or 11000 leaders on 4 continents. Number One: They are good coaches. Newmont defends private investment and the people defend their water. This is the strongest shield for the people to fight against climate change.
